Considering the current climate that companies and consumers are climbing out of in terms of employment continuity, many candidates have been looking for a while and may feel jaded about the process. Positions they’re applying for now that they may be extremely qualified for were unavailable or incredibly scarce over the past few years. But now that employment opportunities are increasing, once applicants are past the interview it lies in the hands of HR staff to make the call about employing them or not.

Quite literally, it needs to be a phone call.

In a modern age where people are using the internet and Facebook to communicate more than anything else, there are some forms of business etiquette that cannot be overlooked in order to make the perfect job offer. Especially with the job market turning fiercely competitive over the last six months, the best candidates may soon be hard to find once again.

One of the biggest mistakes that HR personnel make when extending a job offer is doing it via email. While it may seem more time effective to employees, a potential candidate will see it as a slight or a sign that the organization doesn’t really care about that position. It is one of the best ways of driving away top talent and creating an aversion for other similar candidates in the future.

It’s imperative that companies move fast to snatch up the strongest talent, as they won’t stay on the market long. Chances are, with the job market becoming so competitive again, the best personnel are already hired somewhere, and those that are still available will once again become scarce. With that in mind, keeping turnover short between interviews and job offers is a good way of showing potential hires that businesses really care about that person’s time and what he or she has to offer.

Making Offers Great With Perks Besides Money

Another factor to consider besides speed and personalization are the kinds of compensation that a company is willing to offer someone. The modern working world is not one solely fixated on the dollar, especially with companies trying to cut costs while still attracting and retaining the best workforce. Sometimes what a business can offer staff members in the form of perks can make one placement more appealing than another, even with lower salary.

Your company can couple stock options or 401(k) vestments early in the employment process. Full medical benefits are also desirable, but wellness initiatives are seeing a new push in the workplace. There are also many organizations looking into educational opportunities, both in sending employees to nearby colleges or providing them with online training programs to further their skills and make them more valuable as individuals, as well as to the businesses they work for. These kinds of programs show that companies are interested not just in the person right now, but what he or she will still be able to offer in a few years’ time.

With the economy rebounding and employment for the best talent becoming easier to find, such candidates are looking for more than just a business that will hire them right now. Potential hires want to know they will have a long-standing relationship with an organization, and that in turn requires seeing the company as one prepared to meet future financial and global obligations. Presenting a corporation in this light also requires that businesses stay on top of modern trends like mobile device deployments, cloud computing and basic online analytics. If a corporation isn’t up to speed with the rest of the world, that in and of itself could sabotage even the best job offers.

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[...] Creating An Offer Hard to Refuse Considering the current climate that companies and consumers are climbing out of in terms of employment continuity, many candidates have been looking for a while and may feel jaded about the process. Positions they’re applying for now that they may be extremely qualified for were unavailable or incredibly scarce over the past few years. But now that employment opportunities are increasing, once applicants are past the interview it lies in the hands of HR staff to make the call about employing them or not. [...]

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